Team member telling me they’ve received a conditional offer for new job- no change since (nearly a month). What to do?

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Hello everyone, apologies for the super long subject line!

Member of my team told me, nearly a month ago, that they had a conditional job offer (awaiting references, checks etc). They were clear they weren’t officially resigning just then but wanted to let me know. Since then there’s been no movement on the job offer and they haven’t officially resigned.
I now realise that they told me this news the day before we were due to talk about their performance (this was at the end of a 12 week period following a serious chat about their manner and rudeness to others).

I want them to leave but what options do I have if they tell me the job’s fallen through? I know I can go through performance review - which is what I would have done if they hadn’t told me they were leaving - but I know I’ll just spend the time telling them what to do, they’ll do it and we’ll forever go round in circles.

Help

So what if they told you they have a job offer?
Just start the process of managing them out. It does take a while but might as well get on with it. Put them on a performance review plan, they’ll fail, you can cut them loose.

The job offer could get withdrawn, they haven't official handed in their notice, and they are still an employee to manage - so I think you're going to have to go ahead with the performance plan.

So on the basis of their news you stopped the performance review? You need to get that booked in ASAP and don't fall for that line again!

Thanks both. I know I need to go ahead with the plan but I’m so frustrated with it all.
They won’t think for themself but if I give them a list of things to do - things they should have done over 12 months - they’ll do them. What then?

I’m more annoyed at myself as I should have just got on with the review- I was hoping they’d have left by now.

If you put them on a performance review, would your company put that on a reference/disclose if asked, and if they do, would the job offer be withdrawn?

As you say you want them to leave of their own accord, might be best to do as you have and hang fire for a minute?

This. Just start the performance review. You shouldn’t have stopped it

I might be taking you too literally, but a PIP is not a list of things to do, as in a list of tasks to complete. It should include goals about things like "meeting deadlines", "reducing errors / rework required", "responding to emails within X timeframe" or whatever the issues are.

And if they demonstrate these improvements over the given time frame, then the Performance Improvement Plan has succeeded. You should start the process again, but I think you should try to reframe your thinking into this being something that you hope will help the employee to improve rather than you going through the motions to support a dismissal down the line.

Until they resign, they need to managed in accordance with policy so should the performance still not happen? They still employed by the company and under contract.

In addition to what Aprilx sets out, a performance plan/review should also look at the reasons for poor performance and whether support or training is required

Just manage their performance so they shape up or you get rid of them. The "job offer" is irrelevant to anything until they formally resign

Agree with all other posts- continue and document everything. If the role falls through you don’t want to be starting again